Managed Benefits · Colorado
Colorado is a mini-COBRA state: smaller employers must let departing employees keep group coverage under state law. BEG Managed Benefits, powered by isolved, runs the notices, elections, and premium tracking so the rules are handled. You keep your broker; we do the administration.
Your monthly estimate on screen - no call required
Colorado Continuation, In Brief
| State law | Colo. Rev. Stat. section 10-16-108 (Continuation privileges) |
| Employers covered | group health benefit plans issued to employers with 20 or fewer employees (small employers not subject to federal COBRA) |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | State-based marketplace: Connect for Health Colorado (uses its own platform, not HealthCare.gov). |
Source: Colorado statute and department of insurance (leg.colorado.gov). This page is general information, not legal advice.
Why It Lands On You
The Colorado rule reaches companies too small to have a benefits department, yet the notices, election windows, and premium tracking look a lot like federal COBRA. Miss a required notice and the exposure accrues per person. BEG Managed Benefits, powered by isolved, runs Colorado continuation the same way it runs enrollment: notices generated on the qualifying event, elections and payments tracked, and the clock watched so nothing slips. Your broker keeps advising you and placing coverage. We own the administration behind it.
Your monthly estimate on screen - no call required
See COBRA vs mini-COBRA, or return to the Managed Benefits overview.
Questions
Yes. Colorado has a state continuation, or mini-COBRA, law that lets employees of smaller companies keep group health coverage after a qualifying event, filling the gap below the federal COBRA threshold of 20 employees. group health benefit plans issued to employers with 20 or fewer employees (small employers not subject to federal COBRA)
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An employee or dependent continuously covered under the group plan for at least 6 months immediately before termination may continue coverage for up to 18 months after loss of coverage (or until eligible for other group coverage, whichever is first), following termination of employment, death of the employee, or a change in marital/civil-union status. Required premium must be paid through the.
No. Federal COBRA applies to employers with 20 or more employees, and the Colorado law covers the smaller groups federal COBRA does not reach. A company is generally subject to one or the other based on size.
The employer and insurer carry the notice and election duties, and the exposure accrues per person if they are missed. BEG Managed Benefits, powered by isolved, runs enrollment, notices, election tracking, and premium status in one system. You keep your broker; we do the administration.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
